Procedural Rights of Affected Employees Sample Clauses

Procedural Rights of Affected Employees. An affected faculty member who has requested a hearing shall be entitled to one formal contested case hearing pursuant to the APA and shall have the following procedural rights: 1. The right to confront and cross-examine adverse witnesses, provided that when a witness cannot appear and compelling reasons therefore exist, the identity of the witness and a copy of the statement of the witness reduced to writing shall be disclosed to the faculty member at least 10 days prior to the hearing on the matter toward which the testimony of the witness is considered material. 2. The right to be free from compulsion to divulge information which he/she could not be compelled to divulge in a court of law. 3. The right to be heard in his/her own defense and to present witnesses, testimony, and evidence on all issues involved. 4. The right to the assistance of the hearing officer in securing the witnesses and evidence pursuant to RCW Chapter 34.05. 5. The right to counsel of his/her choosing who may appear and act on his/her behalf at the hearings. 6. The right to have witnesses sworn and testify under oath.
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Procedural Rights of Affected Employees. An affected employee who has requested a hearing shall be entitled to one formal hearing pursuant to the Administrative Procedures Act, chapter 34.05 RCW, and shall have the following procedural rights: A. The right to confront and cross-examine adverse witnesses. B. The right to be free from compulsion to divulge information which he or she could not be compelled to divulge in a court of law. C. The right to be heard in their own defense and to present witnesses, testimony, and evidence on all issues involved. D. The right to the assistance of the hearing officer in securing the witnesses and evidence pursuant to chapter
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Procedural Rights of Affected Employees. Procedural Hearing
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Procedural Rights of Affected Employees. 1. An affected employee who has requested a hearing shall be entitled to one (1) formal, contested case hearing pursuant to the Administrative Procedural Act, RCW 34.05. the only issue to be determined shall be whether under the applicable policies, rules and collective bargaining agreement the particular employee or employees advised of RIF are the proper ones to be terminated. The employee’s rights include, but are not limited to: a. The right to confront and cross-examine witnesses, provided that, when a witness cannot appear and compelling reasons therefore exist, the identity of the witness and a copy of the statement of the witness reduced to writing shall be disclosed to the employee at least ten
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Procedural Rights of Affected Employees. 1. An affected employee who has requested a hearing shall be entitled to one (1) formal, contested case hearing pursuant to the Administrative Procedural Act, RCW 34.05. the only issue to be determined shall be whether under the applicable policies, rules and collective bargaining agreement the particular employee or employees advised of RIF are the proper ones to be terminated. The employee’s rights include, but are not limited to: a. The right to confront and cross-examine witnesses, provided that, when a witness cannot appear and compelling reasons therefore exist, the identity of the witness and a copy of the statement of the witness reduced to writing shall be disclosed to the employee at least ten (10) days prior to the hearing on the matter towards which the testimony of the witness is considered material. b. The right to be free from compulsion to divulge information which he/she could not be compelled to divulge in a court of law. c. The right to be heard in his/her own defense and to present witnesses, testimony and evidence on all issues involved. d. The right to the assistance of the hearing officer in securing the witnesses and evidence pursuant to RCW 34.05. e. The right to counsel of his/her choosing who may appear and act on his/her behalf at the hearings. f. The right to have witnesses sworn and testify under oath.
Sample 1
Procedural Rights of Affected Employees. An affected faculty member who has requested a hearing shall be entitled to one formal contested case hearing pursuant to the Administrative Procedure Act (APA) and shall have the following procedural rights: 1. The right to confront and cross-examine adverse witnesses, provided that when a witness cannot appear and compelling reasons therefore exist, the identity of the witness and a copy of the statement of the witness reduced to writing shall be disclosed to the faculty member at least 10 days prior to the hearing on the matter toward which the testimony of the witness is considered material. 2. The right to be free from compulsion to divulge information which he/she could not be compelled to divulge in a court of law. 3. The right to be heard in his/her own defense and to present witnesses, testimony, and evidence on all issues involved. 4. The right to the assistance of the hearing officer in securing the witnesses and evidence pursuant to RCW Chapter 34.05.
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Related to Procedural Rights of Affected Employees

  • RIGHTS OF THE UNION 5.01 The Board agrees, with the approval of the Superintendent or his/her designee, non-employee officers and representatives of the Union may be admitted to school premises during times that employees in the unit are working. The Union representative shall, upon arrival, check in through the established channels for receiving visitors. Such visitations shall be for the purpose of the adjustment of grievances. The Union agrees that such activities shall not interfere with the normal work duties of the employees. However, the Board agrees to provide for the release of employees from their normal duties to meet privately with the representative for no more than thirty (30) minutes, so long as that employee's work responsibilities can be covered without the hiring of a substitute. 5.02 The Board recognizes the right of the Union to designate one member of the unit as a Grievance Chairperson and one member as an alternate Grievance Chairperson. The alternate Chairperson shall assume the duties of the Chairperson when he/she is absent from work for cause. All duties of the Chairperson and alternate shall be carried out during their non-duty hours. 5.03 The Union will be accorded the privileges of use of meeting space in school buildings with the following restraints: Arrangements for use of the space shall be approved and scheduled with the building principal 24 hours in advance; use is restricted to general membership meetings; rooms shall not be used later than 10:00 P.M.; meetings shall not be held more than once per month. The Board may require the Union to pay any additional cost involved in such use which shall be made known at the time of the request for building use. However, additional costs which cannot be projected by the Board because of negligence, abuse, over-extended use or other unforeseen events resulting from the use of the buildings by the Union shall be the responsibility of the Union. 5.04 The Board may allow a representative of the Union to review employee's personnel files when accompanied by the employee. 5.05 It is agreed internal Union business, except for grievance investigations as outlined in Section 5.01 above, shall not be conducted during the duty hours of the employees concerned. 5.06 The right to be supplied with a seniority roster of all bargaining unit employees by November 1 of each year. The roster shall indicate the employee’s present classification and job site. 5.07 The OAPSE Local delegate, alternate or officer has the right to use six (6) days (i.e., three (3) days each) to attend the OAPSE annual delegate conference or attend other meetings or hearings for the Local or School District as required with no loss in pay; or, at their hourly rate of pay if outside of their contract day if requested and approved by the Superintendent or his/her designee.

  • Restricted Employment for Certain State Personnel Contractor acknowledges that, pursuant to Section 572.069 of the Texas Government Code, a former state officer or employee of a state agency who during the period of state service or employment participated on behalf of a state agency in a procurement or contract negotiation involving Contractor may not accept employment from Contractor before the second anniversary of the date the Contract is signed or the procurement is terminated or withdrawn.

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